国外薪酬谈判计划指南英文(pdf 19页)

Planning For Your Next Salary Negotiation
If you are reading this guide, chances are that you will be participating in some kind of salary negotiation in the near future. Congratulations, that means that you now have a golden opportunity to make more money, and this guide will tell you how. Whether that negotiation is for a new job or simply part of your company’s normal review process this guide is for you! Here, you will find the basic concepts found in my book, Negotiating Your Salary: How to Make $1,000 a Minute, techniques proven to help people increase their salaries. Plus, at the end of this guide is a list of 13 proven negotiating tips that everyone should know before starting any salary negotiation.We’ll start with the four basic tenets of salary negotiation: everything is negotiable; the first offer you hear is rarely the best offer; even “take it or leave it” offers can be improved; and finally, even the best scientific and statistical analysis of your salary level still has wiggle room. Next we’ll cover the five basic rules of salary negotiation and the salary-equation gold mine. Finally, we will take a broad look at the often overlooked aspects of salary, benefits and perks that help to make up a promising total compensation package. With a little investment of time, you will soon learn what you need to know to successfully increase your salary.
Part 1 - Everything is Negotiable
The single most important rule about salary is that everything is negotiable.
These tenets are true because the process of setting an individual’s salary is not a science, it is an art. It is up to the parties involved in the negotiation to determine where on the company’s salary scale an individual should land. When a company wants to buy your time and effort, remember it’s a human being who makes the decision. It isn’t a cut and dried assessment; it’s a rational-emotive process that takes into account many factors which aren’t always fair or logical. Your awareness of these factors can greatly improve your chances for improving your salary.
The single most important rule about salary is that everything is negotiable. For 30 years I have been coaching professionals in the art of salary negotiation. I have published a leading book on salary negotiation and countless articles in newspapers and magazines. In all this time, working with hundreds of people in all professions at all job levels, I believe that this is most important of the four fundamental tenets of salary negotiation:1. Everything is negotiable2. The first offer you hear is [almost] never the best offer3. Even “take it or leave it” offers can be improved4. Even the best scientific and statistical analysis of your salary level still has wiggle room
The sophistication of an employer’s salary practices varies widely. In some cases, an employer will have researched competitive rates in their area. In other cases they will simply estimate based on what they have paid in the past. In the near future you might expect both employee and employer to utilize PayScale data for salary analysis, similar to how the buyer and seller of a car may utilize Kelly Blue Book™. Regardless of the method that they use, employers have an internal range that they expect to pay for a position.As an employee, your ability to push an employer to the high point of their mental salary range, or even increase that range, determines the outcome you will have in the negotiation. Further, the better you understand the factors that influence your employer’s decision process the greater your negotiating position. There are many “behind the scenes” factors that influence an employer’s hiring decision, which may not be readily obvious, such as:
Urgency — An employer’s business is losing money because the line’s down, the customers are waiting, or their competitor’s salesperson is closing deals daily, they may be willing to pay to get someone NOW.Weariness — An employer is just plain tired of interviewing and wants to get back to work, they may loosen up the salary budget.Internal Politics — Could this be a pet project of the top brass, and more important due to its visibility rather than its profitability? In that case an employer might overpay this position to ensure success.Employer’s Reputation — Maybe the hiring decision maker has been accused of not being able to “hold on” to good people and wants to correct that perception by providing extra incentive for someone to stay.Ramp-Up Speed — An employer may be willing to pay someone who learns very rapidly.Personal Rapport — They call it “chemistry”; sometimes an employer “clicks” more with one person than an equally qualified alternate.Supply/Demand — Employers might pay above average to hire and retain candidates in high demand.Special Skills — What if, in addition to the required skills for today, the candidate has skills the employer will need tomorrow?
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